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Employee Relations Specialist Resume Samples
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0-5 years of experience
Provided HR support to over 2000 employees by way of conflict resolution throughout 46 states including California
- Responsible for conducting detailed investigations to complex employee relations issues and recommending solutions that are in alignment with the Company’s core values
- Facilitated a 10% decrease in turnover through intensive retention analysis and management training
- Conducted exit interviews and responded to unemployment claims; represent Wireless Advocates during unemployment appeals hearings
- Managed various payroll metric tracking and trend analysis to ensure accurate and timely payment of employees
- Developed and launched travel time management system
- Created and launched Wireless Advocates Employee Handbook
0-5 years of experience
Employee Relations support for the West Region with 300+ employees at an active site with complex, high visibility programs.
- Provided coaching to executives and line managers across the region on issues of employee relations, compensation, benefits, wage and hour, training, staffing, workforce planning/job re-leveling, performance management and skill assessment. Partnered with and helped them to determine and execute organizational objectives and strategies that supported the culture, company direction and business needs of their organizations, as well as across functions.
- Conducted thorough, confidential investigations of complex employee issues. Recommended course of action with effective resolutions that applied knowledge and understanding of HR guidelines and employment laws, ensuring ADA compliance while reducing liability to company. Consistently met metric of <30 days to complete investigation and close case.
- Partnered with Benefits to streamline and consolidate the leave of absence policies for paid and unpaid leaves.
- Supported managers with Reduction in Force actions including guidance with developing and writing business cases and supporting documentation, and conducting notification meetings.
- Contributed to the development and implementation of corporate-wide policies, procedures, systems and initiatives such as the flex-80 work schedule change, Santa Clara Culture Survey/Task Force and Strategy Implementation team designed to drive employer of choice enhancements.
- Prepared a wellness activities proposal for the local site, and facilitated Lunch and Learn sessions, drop-in counseling appointments and activities in partnership with Benefits, the EAP and outside vendors.
- Conduct On-boarding for new hires/transfers across the region
6-10 years of experience
Analyzed complex performance and conduct based cases for 4000 direct patient care and non-direct patient care staff and made recommendations on corrective action
- Partnered with 4 local unions in the execution of collective bargaining agreements
- Designed and implemented special leave requests and maintained compliance with federal regulation
- Designed metrics to more closely link performance to rewards
- Presented and created supervisory trainings on a host of topics related to the management function, including; managing impaired employees, how to manage poor performers and managing leave issues
- Member of Reasonable Accommodation Committee
0-5 years of experience
Conducted new employee orientation to foster positive attitude toward organization
- Identified staff vacancies and recruited, interviewed, and selected applicants
- Verified new employees’ eligibility to work in the U.S. using I9 software
- Coordinated and attended city wide job fairs and in house job fairs
- Utilize Kenexa 2.0 for recruiting, back ground and drug testing
- Assist HR Managers with employee concerns/ HR matters
- Other duties as assigned
0-5 years of experience
Promoted twice during tenure to employee relations specialist and to supervise payroll and file room management staff.
- Investigated, fielded, and resolved any employee relations issues in a technology center (with nearly 2,000 computer programmers) that also included a credit card production center, and an inbound telemarketing center.
- Performed exit interviews designed to highlight best practices and areas of improvement of management.
- Provided performance management training to managers.
- Coordinated random drug testing process and fingerprint processing for employees.
- Provided employee orientation as needed.
- Managed the payroll function and processed timesheets, payroll, and tax liens for the site.
0-5 years of experience
Reviewed and adjudicated IT equipment losses, derogatory pre-employment drug and background issues
- Administered new hire orientation, on-boarding, and I-9 verifications
- Educated associates on company policies and procedures
- Recommended and implemented process improvements to business leaders, clients and associates
- Monitored closed case files to ensured timely follow-up
- Communicated with stakeholders and claimant of new cases
- Create and organize employee activities (Activities Committee Chair)
0-5 years of experience
Served as employee relations advisor for a sector of 2000 clinical employees including front line and leadership staff in regards to workplace conflict, policy interpretation, and corrective action.
- Investigated complaints from staff and compliance line complaints. Worked with management to form resolution to workplace issues.
- Partnered with Employee Relations team in responding to EEOC complaints.
- Facilitated and presented new hire orientation to new hire group (15-100 employees).
- Served as facilitator of the Telecommuting Committee and collectively developed policies and procedures for teleworkers.
- Provided harassment and diversity training to new hires.
- Participated in employee/manager mediations and employee grievance process.
0-5 years of experience
Managed all employee relations activities for two business units (approximately 1500 employees) within Space and Communications, including salaried exempt, nonexempt and collective bargaining employees.
- Managed formal and informal investigations as well as traditional and alternate dispute resolutions.
- Established Outside Agency Policy for handling of EEOC/DFEH complaints. Worked with team for revision of other
- Created and delivered two segments, on workplace violence and sexual harassment, in Company Leadership Series
- Partnered with all levels of management, via direct contact or Labor Management Relations Board.
- Participated in contract negotiations for 2000 member union. Provided all financial analysis for negotiations.
0-5 years of experience
Represented more than 7,000 union/non-union employees and management staff worldwide, including academic scholars, ambassadors and noted scientists.
- Ensured management and staff were fully educated on the proper interpretation and application of collective bargaining agreements, personnel, compensation, performance management and grievance policies management.
- Investigated/mediated disciplinary actions and grievance hearings to determine the proper outcome.
- Designed and conducted management training related to performance-based management, policies and employment law.
- Demonstrated industry expertise and strong communication skills in serving as liaison with the university’s general counsel.
0-5 years of experience
Recruited, selected, conducted new employee orientation, and trained new employees
- Provided Employee Relations support to 2nd and 3rd shifts to include resolving employee grievances
- Designed and conducted employee exit interviews and performed analysis for retention
- Evaluated and recommended merit salary increases
- Developed and facilitated Quality Education Systems, Supervisory Development, and professional development workshops for all levels of employees
- Supervised operation of daily activities of staff, quickly implementing schedule changes
0-5 years of experience
Worked in team environment with accountability for developing strategic goals and creating / implementing training programs for benefits administration.
- Established company’s exit interview process.
- Provided Employee Relations support to a diversified workforce of over 500 employees that included Advertising, Circulation, and Finance.
- Supported and advised the leadership with investigations to facilitate a win/win solution.
- Facilitated Harassment Training to the management team and staff.
0-5 years of experience
Successfully reduced the external complaints filed successfully with EEOC and the Department of Labor by 50% within one year, saving tens of thousands of dollars nationwide.
- Resolved 100s of sexual harassment and discrimination claims through legal and alternative action.
- Received and processed up to 500 employee relations complaints and inquiries (phone calls, emails, in-person visits) per month from 350 corporate regular staff and over 350,000 temp workers.
- Researched, developed, designed and facilitated the Employee Relations Department (ERD) database for efficient maintenance of electronic records including inquiries, complaints, grievances, harassment and discrimination investigations, telephone calls, and statistical data.
- Designed and maintained content and resources for the ERD section of the company intranet.
- Counseled employees and managers regarding interpretation and implementation of company policies and procedures, and relevant state and federal employment laws.
- Managed employee relation processes, including complaints, interviewing, investigations, data analysis, reporting, and conclusion notifications.
- Developed and facilitated interactive training for managers in employee relation, harassment and discrimination prevention, and employee complaint response.
0-5 years of experience
Trained and facilitated the ADA Interactive Process between Associates and Management
- Served as auditor of management practices at multiple affiliates to assess union risk
- Wrote, implemented, and held monitoring responsibility for Corporate Social Media Policy
- Conducted investigations, made recommendations and carried out progressive behavioral correction actions up to, and including termination.
- Advised Management on Internal Policy, State, and Federal Labor Law
- Attended and Recruited at several in-state and out-of-state Career Fairs
- Coordinated Exit Interviews and KPI reporting for 200+ Associates accepting buy-out contracts
- Monitored attendance, medical leave, AWOL, and FMLA records for individual Associates
0-5 years of experience
Partnered with employment lawyer in responding to EEOC charges, handling employee relations issues and training on employment policies and laws.
- Performed legal research and prepared information for six EEOC charges that resulted in dismissals.
- Developed and delivered comprehensive employee relations training for over 20 HR managers in NC and SC.
- Member of six person task team that implemented new timecard system for over 250 exempt and non-exempt
0-5 years of experience
Handled approximately 25 employee relations calls from employees and managers daily
- Managed between 30-50 employee relations cases
- Provided coaching and guidance on developing and maintaining good employee relations and ensuring the equitable application of organization policies and procedures
- Provided advice and counsel to managers, supervisors, and employees on employee relations questions to ensure consistent and equitable treatment
- Worked with business partners and human resources centers of expertise regarding employee relations policies and programs
- Reviewed and recommended disciplinary action up to and including termination, as warranted
0-5 years of experience
Supported 40 Sales leaders and 30 corporate leaders on performance management, associate development and performance management. Supported regional employee population of 425.
- Advised Sr. Leadership team on development plans associated with annual employee engagement survey.
- Served on implementation team regarding new HRIS system Workday. Led sub-team relating to sales compensation worklet and administration of Progressive Discipline Process and Quarterly Performance Review Process
- Managed workforce planning, reductions and recruitment process for sales, marketing and finance employee populations. Redefined the corporate relocation program in fall of 2009 for outside sales organization.
- Partnered with legal to review group reductions, OWBPA lists and create severance agreements. Coached Senior Leadership Executives regarding messaging and communication for a large RIF initiative in late 2009.
- Consulted Leadership as it relates to the Leave of Absence policy and guidelines. Worked with legal to ensure leaves were properly
0-5 years of experience
Managed employee/employer policies and programs with emphasis in employee relations and preventative labor relations, for over 2,000 employees.
- Served as key liaison between management and union officers during union organizing attempts.
- Defeated a union organizing campaign of over 1,000 employees, maintaining the company’s union free status.
- Advised and assisted management staff with grievance hearings, discipline and termination issues.
0-5 years of experience
Investigated and responded to unemployment insurance claims; represented the company at hearings and appeals from multi-state governmental agencies.
- Responded to employee and management concerns received via the company’s employee hotline and internal reporting system; ensured documentation of case status in LaborSoft database.
- Assisted with research and resolution of employee complaints.
- Administered the company’s random and reasonable suspicion substance abuse program for field employees at over 200 locations. Conducted on-site visits to field locations.
Employee Relations Specialist Duties and Responsibilities
In order to maintain and improve employee relations, an Employee Relations Specialist performs many different tasks. We analyzed job listings for Employee Relations Specialists in order to identify these core duties and responsibilities.
Maintain Employee Files The Employee Relations Specialist starts, organizes and updates employee files. They track employee progress, noting promotions, recognitions and policy violations and documenting them accordingly. They ensure that former employee files are maintained according to law.
Recruit Employees In order to assist with the recruitment process, the Employee Relations Specialist will advertise positions, identify and communicate with potential candidates, conduct interviews, perform employment verification and background checks and assist with notifying candidates with their decision. This part of the job may require travel to job fairs, college campuses or candidates.
Oversee the Hiring Process Once a candidate has accepted an employment offer, the Employee Relations Specialist works with other human resources staff members to complete the hiring process. This includes completing and filing all hiring paperwork, educating employees in regards to compensation, benefits and company policies and designing and implementing the orientation and training process.
Manage Employee-Employer Relationship In an ongoing capacity, Employee Relations Specialists act as a liaison between employer and employee, overseeing employee relations. This involves receiving and effectively handling employee complaints, escalating these complaints to the level of disciplinary or legal action when necessary, updating employees with any changes in company policy, advising supervisors on treatment of staff and company policies, responds to employee violations of policy and generally helps to resolve conflict in the workplace.
Oversee Employee Exit Process Employee Relations Specialists facilitate the layoff, firing or departure process of employees who leave voluntarily. They conduct exit interviews and administer severance, and often they assist with firing decisions and notification of termination.
Employee Relations Specialist Skills
Employee Relations Specialists are empathetic individuals with great interpersonal skills who are able to build relationships with their employees. They exercise good judgment and problem solving skills in order to regularly resolve conflicts. Friendly and persuasive, Employee Relations Specialists can be trusted by both employee and employer to work as a liaison who finds solutions to both of their problems while maintaining important confidential information. Core skills: Based on job listings we looked at, employers want Employee Relations Specialists with these core skills. If you want to work as an Employee Relations Specialist, focus on the following.
- Having Human Resources experience
- Demonstrating a solid knowledge of employment law
- Showing proficiency in Microsoft Office applications, such as Excel and Word
- Demonstrating an ability to work with confidential information
Advanced skills: While most employers did not require the following skills, multiple job listings included them as preferred. Add these to your Employee Relations Specialist toolbox and broaden your career options.
- Professional in Human Resources (PHR) certification
- Industry-specific experience
- Experience processing relevant forms
- Master’s degree in Human Relations
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Last edited by: Gabriela Barcenas, CPRW, Content Writer II -
Gabriela Barcenas
CPRW, Content Writer IIGabriela is a Certified Professional Resume Writer (CPRW) and career adviser. With 10 years of digital media experience and five years of resume writing expertise, her publication history includes fashion, education, travel, social justice, equitable design and career advice.
